Skip This Job

How the score works

A listing scores from 0 to 100. The number comes from 25 checks. That count is the number of rows on this page.

The same check on LinkedIn and Indeed counts once. Differences between the two sites are listed on the check.

Score bands

Worth Applying
0–34
Proceed with Caution
35–54
Likely a Waste of Time
55–74
Skip This Job
75–100

The employer record is confidence-weighted when it is mixed into the listing you are looking at.

A thin record can raise the score and will not pull it down. Raising uses at least a 30% weight whenever the employer score is higher than the listing. Lowering uses no weight until there is more evidence: 15% with at least eight tracked listings, 25% with at least three reports, 40% with at least ten reports, and 60% when the lookup has fresh activity (at least two reports in the last 90 days, or a saved repost pattern).

The saved employer score starts from the median of up to 50 recent listing scores for that company, or 40 when there are none. The report and repost rules below can only push that saved score up. They never pull it down.

With fresh activity, the score the extension receives is 45% of the saved score and 55% of that adjusted score. If the saved score is missing, the adjustment starts at 40, and the saved side of that mix uses 45. The confidence weights then mix the result into the listing, and the age minimum is applied again afterward.

A Glassdoor rating is shown beside the score when we have one on file, along with the offer rate when we have it. A rating under 3.0, or an interview-to-offer rate under 20%, can also appear in the signal list. Those lines add no points. Indeed’s own star rating is a separate check and does change the score.

Listing age & reposts

4 checks

How long the post has been up, and whether it was already reposted.

Lowers risk: Posted in last 2 daysLinkedIn and Indeed
A listing dated today, yesterday, or two days ago gets a credit. The overlay calls this the last 48 hours.
Point values
LinkedIn job page
−10
Indeed job page, and any search card
−8
High-turnover title on a job page
40% of that credit, rounded
Raises risk: Open more than 2 daysLinkedIn and Indeed
After two days the score rises with age, and an old post cannot stay below a minimum.
Point values
7 days
+4
14 days
+8
30 days
+15
60 days
+20
90 days and after
+25
High-turnover title on a job page
40% of those points, rounded
60+ days, if the score is still lower
Raised to at least 50
90+ days, if the score is still lower
Raised to at least 75
120+ days, if the score is still lower
Raised to at least 88
Between those ages the add steps up by day: days 3–7 use (days − 2) × 0.8; days 8–14 start at 4 and add (days − 7) × 4/7; days 15–30 start at 8 and add (days − 14) × 7/16; days 31–60 start at 15 and add (days − 30) × 5/30; days 61–90 start at 20 and add (days − 60) × 5/30. Each step is rounded to a whole number. The same curve runs on job pages and search cards. Other listing points are added first; the minimum lifts the total only if it is still lower. Easy Apply on an old post, and 100 or more applicants on a post that is 60 days or older, are added after that lift. The minimum is applied again after the employer record is mixed in.
Raises risk: Posting date missingLinkedIn and Indeed
A date the page never showed adds nothing. The overlay says the posting age is unknown, and the age curve does not run.
Point values
Job page or search card, date missing or not parsed
+0, shown as Posting age unknown
Raises risk: RepostedLinkedIn and Indeed
A listing the platform marks as reposted takes one of the largest single adds.
Point values
Marked as reposted, job page or search card
+24
High-turnover title on a job page
+10 (40% of 24, rounded)
Applicant volume is its own check. A repost that also has many applicants does not take a second add, and the card does not show a separate “High Volume Repost” badge or chip.

Some titles are treated as high-turnover roles, including barista, warehouse associate, cashier, and CNA. On a job page, those titles keep 40% of the age and repost points and 60% of the applicant points, rounded to the nearest whole number. The age minimums are not reduced. Search cards do not apply this scaling. The overlay notes the title. It is not its own check.

Applicants & engagement

5 checks

How many people applied, and whether anyone is reviewing them.

Raises risk: Lots of applicantsLinkedIn and Indeed
The score steps up at 100, 200, and 500 applicants. Under 100 adds nothing.
Point values
100 or more applicants
+8
200 or more
+10
500 or more
+15
High-turnover title on a job page
60% of those points, rounded
Only one of the three steps applies. The same steps run on search cards. A missing applicant count adds nothing.
Raises risk: Many applicants on an older postLinkedIn and Indeed
A crowded listing that has also been open for months takes an extra hit on top of the applicant count.
Point values
100+ applicants and 60+ days
+8
100+ applicants and 90+ days
+10
100+ applicants and 120+ days
+12
LinkedIn job page, 30+ days and 200+ applicants
+16
Only one of the 60-, 90-, and 120-day steps applies, and those steps are added after the age minimum, so the minimum does not swallow them. The LinkedIn +16 is added earlier, before the minimum, so a minimum can cover it. It can still stack with a later step when both match.
Raises risk: Easy Apply on an older postLinkedIn
Easy Apply on a listing that has been open for months raises the score further.
Point values
Easy Apply and 60+ days
+8
Easy Apply and 90+ days
+10
Easy Apply and 120+ days
+12
Only one step applies. It is added after the age minimum, on the LinkedIn job page and on LinkedIn search cards.
Lowers risk: Actively reviewing applicantsLinkedIn and Indeed
An “actively reviewing” label lowers the score. The credit shrinks as the post gets older, and it is gone at 120 days.
Point values
Under 60 days
−8
60–89 days
−3
90–119 days
−2
120 days or older
−0
Runs on job pages and search cards. While this label is present, the “no review activity” add does not run. At 120 days the label is noted and does not change the number.
Raises risk: No review activityLinkedIn and Indeed
An older listing scores higher only when the review section was read and it is not “actively reviewing.” If that section was not on the page, the score adds nothing.
Point values
14+ days, review section read, and not actively reviewing
+10
Review section missing or not parsed
+0, shown as Engagement unknown
The +10 runs on job pages and on search cards that expose the review label. It does not stack with a second “still not reviewing” add.

Pay & contact

7 checks

Missing pay, no one to contact, a staffing poster, or an application that leaves the site.

Raises risk: No salary listedLinkedIn and Indeed
No salary on a loaded job page raises the score. A salary the page never showed adds nothing. On a search card, a missing salary raises it a little, and a salary that is shown lowers it a little.
Point values
Job page, salary row loaded and empty
+5
Job page, salary not parsed
+0, shown as Salary unknown
Search card, no salary
+4
Search card, salary is shown
−2
Job page, salary is shown
No change from this check
Raises risk: Staffing agency or job boardLinkedIn and Indeed
A third-party post raises the score when the company is a known staffing firm or job board, or the page shows an agency chip.
Point values
Job page, company is a known staffing firm or the page has an agency chip
+12
Search cards do not run this check. A job description that merely mentions staffing, or “contract through” a date, does not count.
Raises risk: No hiring contactLinkedIn job page
When the LinkedIn detail pane loads and does not show someone you can follow up with, the score goes up. If that pane was not found, the score adds nothing.
Point values
Detail pane loaded, no hiring contact or hiring team
+10
Detail pane not found
+0, shown as Hiring contact unknown
Raises risk: Responses managed off LinkedInLinkedIn job page
A listing that says responses are managed off LinkedIn is harder to hold anyone to.
Point values
Page says responses are managed off LinkedIn
+10
Raises or lowers risk: Employer response recordLinkedIn and Indeed
No sign of how the employer responds raises the score. On Indeed, a line that they often reply lowers it.
Point values
LinkedIn job page says “no response insights”
+8
Indeed hiring-insights block loaded and does not say the employer often replies
+8
Indeed job page says the employer often replies
−5
Indeed, response block not parsed
+0, shown as Employer response unknown
LinkedIn adds points only when the “no response insights” line is present. Indeed has a third branch: if the hiring-insights block was not read, the score adds 0.
Raises risk: Apply button leaves IndeedIndeed job page
An apply button that sends you to the company site raises the score a little.
Point values
Apply on company site
+5
Raises or lowers risk: Indeed employer ratingIndeed job page
Indeed’s own star rating can raise or lower the score. This is not the Glassdoor rating.
Point values
Under 2.5
+10
2.5 up to but not including 3.0
+5
3.0 up to but not including 4.0
No change
4.0 or higher
−3

Description quality

5 checks

Thin, generic, or contradictory write-ups, and titles that don’t match the experience asked for.

Raises risk: Vague or short descriptionLinkedIn and Indeed
A very short or generic description raises the score. A description that was not loaded adds nothing and shows as unknown. Length and vague wording are separate adds, and they stack when both match.
Point values
Description not loaded
+0, shown as Job description unknown
LinkedIn, description under 200 characters
+12
LinkedIn, description under 500 characters
+6
Indeed, description under 280 characters
+5
Heavily generic wording, LinkedIn
+12
Heavily generic wording, Indeed
+11
Some generic wording, LinkedIn
+7
Some generic wording, Indeed
+6
Length uses one step per site (under 200 characters on LinkedIn does not also take the under-500 step). A missing description does not also take the short-description step. Vague wording is scored only when a description is present. Heavily generic means a vagueness ratio of 0.65 or more; some generic wording means 0.45 or more. Generic phrases (fast-paced, rockstar, wear many hats, and similar lines) push the ratio up. Concrete details — a named tool, a reporting line, a team size, a dollar amount, or years required — push it down. A description under 500 characters, or a list of more than 15 distinct technologies, also pushes it up. Job pages only.
Lowers risk: Specific descriptionLinkedIn and Indeed job pages
A concrete description lowers the score by a single point. It does not also take the vague-wording adds.
Point values
Vagueness ratio 0.15 or below
−1
Between 0.15 and 0.45, wording changes nothing. A very-short or short length verdict is the only description-length chip on that listing; the specific-description credit is not also shown.
Raises risk: Placeholder or broken templateLinkedIn and Indeed
Leftover template text in the title or description — an unfilled company or job-title token — raises the score.
Point values
Title or description still has template tokens
+10
Also runs on a search card when the title carries the token.
Raises risk: Title and experience don’t matchLinkedIn and Indeed job pages
An entry-level title that asks for many years, or a senior title that asks for almost none, raises the score.
Point values
LinkedIn
+14
Indeed
+13
The title has to be entry-level, junior, associate, intern, or graduate, and the description has to say minimum, at least, or requires 5 or more years (or “N+ years” with N at least 5). A senior, lead, principal, director, VP, or “head of” title mismatches only when the description says minimum or at least 0–2 years. A passing mention such as “including 2 years with Kubernetes” does not count.
Raises risk: Work arrangement doesn’t matchLinkedIn and Indeed job pages
The score rises when the on-site, remote, or hybrid tag disagrees with the description.
Point values
Tag and description conflict, such as on-site with a remote-only description
+8

Combined red flags

1 check

Several gaps that were actually read, together, add still more.

Raises risk: Several gaps at onceLinkedIn and Indeed job pages
An older listing that is also missing basics the page actually showed takes one extra add. Gaps that were not parsed do not count.
Point values
LinkedIn, 14+ days, no hiring contact, description present and under 300 characters, and no salary
+20
Indeed, 14+ days, salary row empty, hiring insights read, not marked as often replying, and not actively reviewing
+24
Indeed does not add a second combo on top of the +24. These adds are applied before the age minimum, so a minimum can cover them. Indeed and LinkedIn start from the same zero.

Employer record

3 checks

Ghost reports and roles that keep getting reposted, weighted by how much evidence we have.

Raises risk: Employer ghost reportsEmployer record
With at least three community reports in the last 90 days, a high share of ghost flags or “no response” outcomes lifts the employer score.
Point values
Fewer than 3 reports in 90 days
No change from this check
75% or more are ghost flags or no response
Employer score at least 68
55% or more, and under 75%
Employer score at least 52
These are floors. They can raise the saved employer score and do not pull it down. A count of reports on this exact listing can show in the signal list and does not add its own points.
Raises risk: Same role reposted again and againEmployer record
Tracking the same role over and over lifts the employer score to a floor.
Point values
Same role tracked 6 or more times
Employer score at least 75
Same role tracked 4 or 5 times
Employer score at least 62
Floors only. They do not lower the employer score.
Raises risk: Same description reused on those repostsEmployer record
When a repeated role also reuses one description, the employer score takes a further add.
Point values
A saved repost pattern reused one description, and the most-repeated role was tracked at least 3 times
+6
Added after the repost floor, so a role already lifted to 75 can still gain these 6 points.

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